I cut and pasted this from another thread in the Fragrant Harbour Forum, thought you might like to know a bit about your prospective employer.
Definitions
Source: Dictionary
Propaganda
Noun
Chiefly derogatory information, esp. of a biased or misleading nature, used to promote or publicize a particular political cause or point of view.
Lie
Noun
An intentionally false statement used with reference to a situation involving deception or founded on a mistaken impression.
Share the joy
Source:
http://www.cathaypacific.com/cpa/en_...rs/sharethejoy As one of Hong Kong's most progressive employers, we are committed to attracting and retaining the best people. This means providing a work environment in which we strive for the highest standards in quality and excellence and where teamwork and continuous improvement are highly valued. Our aim is to provide rewarding career opportunities that not only promote professional growth but lifestyle and personal growth. Who better to tell you about life in Cathay than the ones who experience it everyday...
Our Values
Source:
http://www.cathaypacific.com/cpa/en_...eers/ourvalues Putting Words into Action
Committed, Resourceful, Dynamic – these are the core values of Cathay Pacific and of all our employees. A working environment that gets the best from people is more than just a place to work. It’s about how people work together and how they are motivated to excel. What unites us is a shared vision to be the most admired airline in the world as well as a strong sense of “family” belonging.
To achieve our vision, this means:
• Ensuring Safety Comes First
• Providing Service Straight from the Heart
• Encouraging Product Leadership
• Delivering Superior Financial Returns
• Providing Rewarding Career Opportunities
Conclusion:
According to their website Cathay Pacific is committed to attract and retain the best people as one of the most progressive employers in Hong Kong and
- aims to provide rewarding career opportunities.
- offers a strong sense of “family” belonging.
How successful or truthful is the company in achieving those aims for one of the most essential group of their staff – their aircrew ?
Rewarding Career Opportunities
I assume that the most essential part of a rewarding career opportunity for most of the employees is – the salary.
2001 was the last year with a salary increase for aircrew with Cathay Pacific.
The annual basic salary increment for Captains is 1.8 %. Between 2004 and 2006 this annual increment was barely enough to cope for the inflation. (Source: Hong Kong government –
www.censtatd.gov.hk).
Let’s have a look now at other employers in Hong Kong.
According to the Hong Kong Institute of Human Resource Management (Source:
http://www.hkihrm.org/ihrm_eng/ih_hrr_sur.asp) the following data is available:
25 % of employers in Hong Kong increased their salaries in 2002.
33 % of employers in Hong Kong increased their salaries in 2003.
51 % of employers in Hong Kong increased their salaries in 2004.
84 % of employers in Hong Kong increased their salaries in 2005.
98 % of employers in Hong Kong increased their salaries in 2006.
97 % of employers in Hong Kong increased their salaries in 2007 so far.
From an employer who wants to attract, retain the best people and who wants to offer rewarding career opportunities we as aircrew could expect from Cathay Pacific to be in the top group of employers with yearly salary increases I suppose.
In 2002 Cathay Pacific failed to be in the top group – no salary increase for aircrew.
In 2003 Cathay Pacific failed to be in the top group – no salary increase for aircrew.
In 2004 Cathay Pacific failed to be in the top group – no salary increase for aircrew.
In 2005 Cathay Pacific failed to be in the top group – no salary increase for aircrew – only the minority of employers didn’t pay a salary increase.
In 2006 Cathay Pacific failed to be in the top group – no salary increase for aircrew – Cathay Pacific belonged to the absolute minority of 2 % of employers in Hong Kong who didn’t pay a salary increase, at least not to it’s aircrew.
In 2007 Cathay Pacific failed to be in the top group – no salary increase for aircrew – Cathay Pacific belonged to the absolute minority of 3 % of employers in Hong Kong who didn’t pay a salary increase, at least not to it’s aircrew.
Between 2002 and 2007 the average salary in Hong Kong increased by 7 %. There was no salary increase for Cathay Pacific aircrew during the whole timeframe.
Conclusion:
One could say that between 2002 and 2007 Cathay Pacific failed to achieve their aim of offering rewarding career opportunities to their aircrew in every single year compared to other employers in Hong Kong.
Revenues during the mentioned period were strong/very strong, the profit attributable to the shareholders increased by 522 % between 2001-2006 and the share price increased by around 100 %.
Strong sense of “family” belonging
Now let’s have a look at that “big and happy Sister Sledge we are family belonging value” concept and let’s “put some words into action”.
Apparently there is more than one family in this company with different “belongings”, because actually there are a few people who managed to make Cathay Pacific a rewarding career opportunity for themselves over the last years.
Since 2004 the remuneration packages of the individual Directors are mentioned in the annual reports (Source:
http://www.cathaypacific.com/cpa/en_...ubChannel=true). Here are some extractions:
The package of P. Chen increased by 10.6 % (from 9.2 to 10.2 Mill HK $) between 2004 and 2006.
The package of R. Atkinson increased by 10.0 % (from 5.9 to 6.5 Mill HK $) between 2004 and 2006.
The package of D. Cridland increased by 39.7 % (from 4.4 to 6.2 Mill HK $) between 2004 and 2006.
The package of T. Tyler increased by 32.2 % (from 7.7 to 10.1 Mill HK $) between 2004 and 2006.
The package of J. Barrington increased by 37.6 % (from 4.1 to 5.7 Mill HK $) between 2004 and 2006.
The package of E. Nichol increased by 17.9 % (from 5.3 to 6.2 Mill HK $) between 2004 and 2006.
The package of N. Rhodes increased by 16.9 % (from 4.8 to 5.7 Mill HK $) between 2004 and 2006.
The package of A. Tang increased by 12.5 % (from 3.7 to 4.1 Mill HK $ between 2004 and 2006.
The remuneration for all the directors mentioned above increased by 21.2 % (from 45.1 to 54.7 Mill HK $) between 2004 and 2006. In comparison the salary of a Cathay Pacific Captain increased by 3.6 % due to annual increments between 2004 and 2006.
According to the annual reports for 2001 and 2006 the highest paid director earned between 8-8.5 million HK $ in 2001 and 10-10.5 million HK $ in 2006 – an increase of around 25 % over the timeframe.
The highest paid flight staff earned between 5-5.5 million HK $ in 2001 and 4-4.5 million HK $ in 2006 – a decrease of around 20 %. Rewarding career opportunities for aircrew with one of Hong Kong’s most progressive employers indeed these days.
I am looking forward to read the annual report for 2007. Maybe I start to understand now what “sharing the joy” really means in this company ?
Christmas message from the Chief Executive
Do you still remember the definitions from above ? Well here we go:
Christmas message from the Chief Executive
On the eve of one of the highest peaks of the year, with so many of our team geared up to handle record numbers of flights and customers, I wanted to take this opportunity to let each and every member of our Cathay Pacific team know how much we appreciate your hard work and commitment.
[…]
We have always acknowledged, and always will, that this hard-earned reputation [for excellence] is all down to the people who make Cathay Pacific work. This is especially so over times like Christmas and Chinese New Year when we have to juggle the demands of our families and our work.
[…]
When I joined this company about 30 years ago, Cathay Pacific was a small regional airline. A senior pilot remarked recently that when he first came on board, it was like joining a flying club! We've always tried to foster a family spirit at Cathay Pacific. And while we are no longer a flying club, but one of the world's premier airlines, we still like to think of ourselves as a family, with a family spirit true to our Hong Kong roots.
That's not always easy in an organization of our size and complexity undergoing a period of spectacular growth, but it's important that we remain firm in those values, as we most certainly aspire to do.
So at this time of good cheer and goodwill, it seems appropriate to remind everyone in the Cathay Pacific team how important the best interests of our people are to those of us with the responsibility of managing this great company. The tremendous effort you put in week in and week out, month in and month out, year in and year out - often under very trying circumstances - is greatly appreciated.
And as the company grows and prospers, it is the intention that all share in the rewards of that success. I hope the recently announced salary increases and the upcoming year-end bonus will go some way towards saying 'thank you' for a stellar performance.
On that note, may I wish you all a very Happy Christmas and a very successful and prosperous 2008.
T. Tyler
These words must come easy from somebody who received a 32.2 % increase between 2004 and 2006 alone - standby for further increases of his package with the annual report 2007.
Thank you very much for the generous 0 % salary increase anyways (US based crew won't receive a salary increase next year).
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